The Health and Care Worker Visa is the formal name for what’s commonly called the “Care Worker Visa” under the Skilled Worker route. The Health and Care Worker visa allows eligible healthcare professionals to work in the UK for approved employers like the NHS.
Immigration rules for care workers have been subject to significant recent change, driven by government efforts to control net migration, address workforce shortages and prioritise higher-skilled roles.
From salary threshold hikes and dependant restrictions introduced in early 2024 to the complete overhaul of the skilled worker route in 2025, the rules have evolved rapidly and currently mean new entry clearance applications under SOC 6135 (Care Workers and Home Carers) and SOC 6136 (Senior Care Workers) are no longer permitted for the Health and Care Worker Visa.
In this guide, we explain the latest regulations, helping existing care professionals navigate extensions and employers adapt to the new reality, while exploring alternatives for those seeking fresh opportunities in the UK’s health and social care sector.
Section A: Care Worker Visa Rules
As of 22 July 2025, new overseas applicants for SOC 6135/6136 in care roles cannot apply under the Health and Care Worker category. The route is closed to new care worker recruitment.
Instead, the route supports existing visa holders through extensions, updates, or switches until 22 July 2028, provided continuity of permission and eligibility requirements are met.
Section B: Care Worker visa changes in 2025
Effective from 22 July 2025, the Home Office introduced sweeping modifications to the Skilled Worker visa route, under which the Health and Care Worker visa (commonly referred to as the Care Worker Visa) operates, via the Statement of Changes in Immigration Rules (HC 997), laid before Parliament on 1 July 2025.
The changes stem from the UK government’s broader immigration strategy outlined in the 2025 Immigration White Paper, which seeks to reduce reliance on international workers for lower-skilled roles and promote training for UK residents.
In the care sector, rapid growth in visa issuances (over 100,000 Health and Care visas were granted in 2023 alone) led to scrutiny over exploitation, with some sponsors paying below-market wages or failing to provide promised jobs.
The Home Office cited evidence from the Migration Advisory Committee (MAC) recommending the removal of care workers from shortage lists to prevent undercutting local workforce markets. These reforms align with post-Brexit priorities, emphasising “high-skilled, high-wage” immigration while addressing public concerns about pressure on public services like the NHS and housing.
The updates primarily affect the Skilled Worker visa, with direct knock-on effects for the Health and Care Worker subcategory.
1. Closure to New Applications for Care Roles
As of 22 July 2025, SOC codes 6135 (care workers and home carers) and 6136 (senior care workers) are no longer eligible for new visa applications under the Health and Care Worker route, and are removed from the Immigration Salary List (ISL).
Previously, these codes allowed for lower salary thresholds to fill shortages, but the government argued this contributed to exploitation and depressed wages. New applicants must now look to other visa routes or higher-skilled health professions (e.g., nurses or doctors under SOC 2231/2232).
2. Transitional Arrangements for Existing Holders
To avoid immediate disruption, existing visa holders granted permission before 22 July 2025 may apply for extensions, updates or switches until 22 July 2028, provided they maintain continuous permission in the same SOC code and meet eligibility criteria. This includes working for the same sponsor (or a new one under limited conditions) and complying with rules like Care Quality Commission (CQC) registration for England-based roles.
For example, if you’ve been sponsored in SOC 6135 since before 11 March 2024, you can extend without the CQC requirement applying to changes in sponsorship.
3. Salary Increases and Thresholds
The general salary threshold for new Skilled Worker visas is now the higher figure of either £41,700 per year or the relevant going rate, unless a reduction is available.
For Health and Care Visa extensions in care roles, a transitional minimum applies: the higher of £25,000 per year or the occupation-specific going rate, whichever is higher.
Hourly rates must not fall below £12.82, and only the first 48 hours per week count for this calculation.
Settlement applications require the full going rate (no discounts).
4. Skill Level Raise
The minimum skill level for new Skilled Worker visa applicants has increased to RQF Level 6 (equivalent to a bachelor’s degree), up from RQF Level 3 (A-level equivalent). This reclassifies many roles, including care workers (now deemed RQF Level 2 for SOC 6135), as ineligible for new visas.
Transitional rules allow existing care workers to continue under the route until 22 July 2028, despite falling below the new, higher skill level, provided the transition conditions are met.
5. Other Related Updates
Sponsors in England for care roles must be CQC-registered and actively providing regulated activities.
Private households (except sole traders for business purposes) are barred from sponsoring.
The TSL, effective until 31 December 2026, lists alternative shortage roles like laboratory technicians but excludes care workers.
Section C: Extending an Existing Care Worker Visa
As an existing holder of a Health and Care Worker visa in a care worker role (SOC code 6135 for care workers and home carers, or 6136 for senior care workers), you can still extend your visa despite the major changes effective 22 July 2025, which closed the route to new applications for these occupation codes. These reforms included transitional protections for those who were granted permission before the cutoff date. The goal is to phase out the route gradually while allowing you to continue working and potentially settle in the UK.
Under the new rules, if your visa was granted before 22 July 2025, the following apply:
You can apply to extend your visa as many times as needed until July 22, 2028, provided you remain eligible. After 2028, no further extensions will be possible for these SOC codes, so plan ahead for alternatives like switching to another visa route or applying for Indefinite Leave to Remain (ILR) if you’ve completed 5 years.
Your extensions must maintain “continuous permission” in the same SOC code (6135 or 6136). This means no gaps in your visa status, and any overstaying is disregarded only under specific Immigration Rules (paragraph 39E) during application processing.
You can extend at the lower RQF Level 3 (equivalent to A-levels), even though new Skilled Worker visas now require RQF Level 6 (degree-level).
Eligibility Requirements for Extension
To qualify for an extension, you must meet the following criteria, which are largely similar to your original application but with transitional adjustments:
You need a confirmed job offer in the same occupation code from a Home Office-approved sponsor (e.g., NHS, NHS supplier, or adult social care provider). If based in England, your sponsor must be registered with the Care Quality Commission (CQC) and actively carrying out regulated activities. Obtain a new Certificate of Sponsorship (CoS) from your employer, detailing your role, salary, and start date. You can switch employers, but the new role must be in the same SOC code, and you must update your visa before starting.
Under transitional rules, your salary must be at least the higher of £25,000 per year (£12.82 per hour) or the occupation-specific going rate. This is lower than the new general Skilled Worker threshold of £41,700 to support retention. Include guaranteed allowances (e.g., London weighting) if your CoS was issued on or after 24 November 2016, and you’re extending before 1 December 2026.
You must demonstrate B1 level (or higher) on the Common European Framework of Reference for Languages (CEFR) via an approved test (e.g., IELTS) or an academic qualification taught in English. Exemptions apply if you’re from an English-speaking country or a regulated health professional who passed a body assessment.
Show at least £1,270 in savings to support yourself (held for 28 consecutive days), unless your sponsor certifies maintenance on the CoS, and provide a criminal record certificate from any country you’ve lived in for 12+ months in the last 10 years, and evidence of your qualifications as an adult social care professional.
If your visa was granted after 11 March 2024, you cannot bring new dependants (partner or children). Pre-2024 holders can extend dependants’ visas if applying together, but they must meet separate eligibility (e.g., relationship proof, additional funds: £285 for the first dependant, £315 for each additional).
You must not have spent more than 180 days outside the UK in any 12-month period if planning for ILR later.
Section D: Existing Care Worker Visa Switching
As an existing holder of a Health and Care Worker visa in a care worker role (SOC code 6135 for care workers and home carers, or 6136 for senior care workers), you can switch employers or jobs under the updated Immigration Rules effective 22 July 2025, but with strict limitations to ensure continuity and compliance.
Switching is treated as a “change of employment” application, essentially requiring you to update your visa before starting the new role.
You can apply to switch until 22 July 2028, as long as you maintain continuous permission in the same SOC code. After 2028, no further switches or extensions will be allowed for these codes, so consider pathways like Indefinite Leave to Remain (ILR) after 5 years.
Your visa history must show no gaps, with short overstays disregarded under paragraph 39E of the Immigration Rules during processing.
The new job must remain in SOC 6135 or 6136—you cannot switch to a different code (e.g., a non-care health role) under transitional rules without meeting full new Skilled Worker requirements (e.g., RQF Level 6 skill level).
Switches must be applied for from within the UK; you cannot apply from overseas.
Eligibility Requirements for Switching Sponsors
To switch sponsor, you must meet criteria similar to an extension, adapted for the new employer:
You must either:
- Have been employed by your current sponsor in a care role (SOC 6135/6136 or legacy 6145/6146) for at least 3 months before your new Certificate of Sponsorship is assigned and apply by 22 July 2028; or
- Have held continuous Skilled Worker permission in one of the eligible care SOC codes since your last grant of permission.
Note the 3‑month qualifying employment period applies only when switching sponsors, and is not required if staying with the same employer under transitional provisions.
The new employer must be Home Office-approved with a sponsor licence and provide a new CoS. For England-based roles, they must be CQC-registered and actively providing regulated activities (unless you qualify under a pre-March 11, 2024, transitional exemption for same-employer switches). For other UK nations, equivalent regulators apply (e.g., Care Inspectorate Wales).
Transitional salary rates apply: at least £25,000 per year or £12.82 per hour, whichever is higher. However, for senior care workers, the going rate of £30,960 per year or £15.88 per hour may apply.
You can switch at RQF Level 3 (or RQF Level 2 for SOC 6135) under transitional rules, provided your original grant was before 22 July 2025, and permission is continuous.
Retain proof of B1-level proficiency (or exemption) from your original application; no need to re-prove unless circumstances change. Show £1,270 in savings (held for 28 days) unless the new sponsor certifies maintenance and provide updated criminal record certificates if not previously provided when switching to an occupation requiring it (i.e. care roles).
If your visa was post-11 March 2024, you cannot add new dependants during the switch. Pre-2024 holders can include existing dependants if they meet rules (e.g., additional funds: £285 for first, £315 each extra).globalworkplaceinsider.com
If you don’t meet these (e.g., no continuous permission), the switch may be refused, and you’d need to leave and reapply under a different route (but new care visas are unavailable).
Section E: Implications of the New Rules
These reforms have profound effects across the board:
1. For Care Workers
New overseas care workers face a complete barrier to entry, pushing them toward alternatives like the Skilled Worker visa for degree-level health roles or other countries’ programs (e.g., Canada’s Caregiver Pilot). Existing holders benefit from extensions but must plan for potential ILR by meeting full going rates and continuous residence rules (no more than 180 days absence per year). Dependants remain restricted for post-March 2024 sponsors, exacerbating family separation issues.
2. For Employers
Care providers, including NHS trusts and private homes, can no longer recruit internationally for frontline roles, intensifying staffing shortages in a sector already grappling with high turnover (around 28% annually). This may lead to increased reliance on domestic training programs, higher wages to attract UK workers, or agency staff—potentially raising costs by 10-15%. Non-compliant sponsors risk licence revocation, with the Home Office emphasising monitoring to prevent abuse.
Section F: Need Assistance?
For specialist guidance on UK immigration and visa options for your health and social care organisation, and to discuss the impact on your recruitment programme, contact us.
Section G: Care Worker Visa FAQs
What is the UK Care Worker Visa?
The UK Care Worker Visa is a common term for the Health and Care Worker route under the Skilled Worker Visa category, which allows certain healthcare professionals to work in eligible roles for a licensed employer in the UK. However, as of 22 July 2025, this route is closed to new applications for care worker roles (SOC codes 6135 and 6136), and is now limited to existing holders until 22 July 2028.
Is the Care Worker Visa still available for new applicants?
New entry clearance applications for care worker roles (SOC codes 6135 for care workers and home carers, and 6136 for senior care workers) are no longer permitted as of 22 July 2025. This change removes these occupations from the Immigration Salary List (ISL) and Temporary Shortage List. New overseas recruits must explore alternatives, such as other Skilled Worker roles in healthcare.
Who qualifies as an existing holder eligible for extensions?
Existing holders are those granted a Health and Care Worker visa in SOC codes 6135 or 6136 before 22 July 2025. You can extend your visa if you maintain continuous permission in the same occupation code, have a job offer from a licensed sponsor, meet the transitional salary threshold, and satisfy other requirements like English proficiency and personal savings.
What are the salary requirements for extending a Care Worker Visa?
For extensions, your salary must be the higher of £25,000 per year (£12.82 per hour) or the occupation-specific going rate. This transitional threshold is lower than the general Skilled Worker rate of £41,700 to support existing workers.
How do I extend my Care Worker Visa?
Apply online via GOV.UK up to three months before your current visa expires. Secure a new Certificate of Sponsorship (CoS) from your sponsor, gather documents (such as proof of identity, English proficiency, and savings of at least £1,270), pay the fee (£304 for up to three years or £590 for more), and submit biometrics. Processing takes about three weeks from outside the UK or eight weeks from inside.
Can I switch employers on a Care Worker Visa?
Yes, existing holders can switch employers under transitional rules until 22 July 2028, but the new role must be in the same SOC code (6135 or 6136). Obtain a new CoS from a licensed sponsor, apply to update your visa before starting, and ensure the job meets salary and skill level requirements. Do not begin the new job until approved to avoid breaching conditions.
What happens if I want to change jobs to a different occupation code?
You cannot switch to a different SOC code under the transitional Care Worker Visa rules without meeting the full new Skilled Worker requirements, including RQF Level 6 skill level and higher salary thresholds. This would be treated as a new application, which is unavailable for care roles.
Are dependants allowed on the Care Worker Visa?
Dependants (partners and children under 18) can join or extend if your care worker visa was granted before 11 March 2024 and you meet conditions like extending with the same employer. For visas granted after that date, new dependants are not permitted to accompany care workers. Other SOC codes under the Health and Care worker visa beyond care workers remain eligible to be accompanied by qualifying dependants.
How much does it cost to extend or update a Care Worker Visa?
The application fee is £304 per person for up to three years or £590 for more than three years, whether applying from inside or outside the UK. There is no Immigration Health Surcharge (IHS), so you access the NHS for free from your visa start date, though some services like prescriptions incur charges. Additional costs may include English tests or criminal record checks.
How long does processing take for an extension or switch?
Standard processing is around three weeks if applying from outside the UK or eight weeks from inside. Priority service (£500) offers a decision within five working days, and super-priority (£1,000) provides next-working-day results, if available during your application.
What if my job ends or my sponsor loses their licence?
If your employment ends or your sponsor’s licence is revoked, your visa may be curtailed (shortened), typically giving you 60 days to find a new licensed sponsor in the same SOC code and apply to update your visa. Failure to do so means you must leave the UK.
Can I apply for Indefinite Leave to Remain (ILR) on a Care Worker Visa?
Yes, after five continuous years in the UK under this visa, you can apply for ILR if you meet requirements like the full going rate salary, passing the Life in the UK Test, B1+ English proficiency, good character (criminal check), and no more than 180 days’ absence per year.
What can I do on a Care Worker Visa?
You can work in your eligible job, take additional work in certain circumstances (e.g., same level or on the ISL, up to 20 hours weekly), study, do unpaid voluntary work for charities or statutory bodies, travel abroad, and bring eligible dependants. You cannot access public funds, change jobs without updating your visa, or do paid voluntary work.
What alternatives exist if I cannot extend my Care Worker Visa?
Consider switching to other Skilled Worker roles in health (if you meet RQF Level 6), the Global Business Mobility Visa for transfers, or domestic training programmes. If ineligible, you may need to leave the UK and explore visas in other countries.
Section H: Glossary
| Term | Definition |
|---|---|
| Care Worker Visa | A commonly used term for the Health and Care Worker route under the Skilled Worker Visa, allowing qualified adult social care professionals to work in the UK. As of 22 July 2025, it is closed to new applications for specific care roles but permits extensions for existing holders. |
| Health and Care Worker Visa | The official UK visa category for medical professionals and adult social care workers, providing a pathway to work in eligible NHS or social care roles, with exemptions from the Immigration Health Surcharge. |
| Skilled Worker Visa | A points-based UK work visa for sponsored employment in eligible occupations, requiring a job offer, minimum salary, and skill level. The Care Worker Visa falls under this broader category. |
| SOC Code | Standard Occupational Classification code: a system used by the Home Office to categorise jobs. For care workers, 6135 refers to care workers and home carers, and 6136 to senior care workers. |
| Immigration Salary List (ISL) | A list of occupations eligible for lower salary thresholds under the Skilled Worker Visa. Care worker roles (SOC 6135/6136) were removed from this list on 22 July 2025, affecting new applications. |
| Temporary Shortage List | A temporary list of occupations facing shortages, allowing easier sponsorship. |
| Certificate of Sponsorship (CoS) | A digital reference issued by a licensed UK employer confirming a job offer, including details like salary, role, and duration, required for visa applications or extensions. |
| Licensed Sponsor | A UK employer approved by the Home Office to sponsor foreign workers under visa routes like the Skilled Worker Visa, subject to compliance duties such as record-keeping and reporting. |
| Care Quality Commission (CQC) | The independent regulator of health and social care services in England. Sponsors for care roles in England must be CQC-registered and actively providing regulated activities. |
| Regulated Qualifications Framework (RQF) Level | A UK framework classifying skill levels of occupations. New Skilled Worker visas require RQF Level 6 (degree-level). |
| Going Rate | The minimum annual salary set by the Home Office for a specific occupation, based on hourly rates and standard working hours (e.g., £30,960 for SOC 6135/6136). |
| Transitional Arrangements | Temporary protections for existing visa holders, allowing extensions or switches until 22 July 2028 at lower salary and skill thresholds, despite broader rule changes. |
| Indefinite Leave to Remain (ILR) | Permanent residency in the UK, granting the right to live, work, and study indefinitely. Eligible after five years on a Care Worker Visa, subject to salary, English, and residence requirements. |
| Life in the UK Test | A mandatory exam on British history, culture, and values required for ILR or citizenship applications under most work visa routes. |
| Immigration Health Surcharge (IHS) | A fee for NHS access during a visa stay. Health and Care Worker Visa holders are exempt, receiving free NHS services from the visa start date (excluding certain charges like prescriptions). |
| eVisa | A digital record of immigration status accessible via a UKVI account, replacing physical documents for proving rights to work, rent, or travel. |
| UK Visas and Immigration (UKVI) | The division of the Home Office responsible for visa applications, processing, and enforcement of immigration rules. |
| Migration Advisory Committee (MAC) | An independent body advising the UK government on migration issues, including salary thresholds and shortage occupations. |
| Visa Curtailment | The shortening of a visa’s validity by the Home Office, often due to job loss, non-compliance, or sponsor issues, typically giving 60 days to find alternatives or leave the UK. |
| Home Office | The UK government department overseeing immigration, security, and law enforcement, including visa issuance and sponsor licences. |
Section I: Additional Resources
UK Government – Health and Care Worker Visa
https://www.gov.uk/health-care-worker-visa
Provides comprehensive information about the Health and Care Worker Visa, including eligibility requirements, application process, and benefits.
UK Government – List of Eligible Occupations
https://www.gov.uk/government/publications/health-and-care-occupations
Official list of occupations that qualify for the Health and Care Worker Visa, detailing specific job codes and titles.
UK Government – Register of Licensed Sponsors
https://www.gov.uk/government/publications/register-of-licensed-sponsors-workers
A searchable database of UK employers who are licensed to sponsor visa applications, including those for care workers.
Home Office – Immigration Statistics
https://www.gov.uk/government/collections/immigration-statistics-quarterly-release
Provides detailed statistics on visa grants, including the number of Health and Care Worker Visas issued.
Skills for Care – Workforce Intelligence
https://www.skillsforcare.org.uk/Leadership-management/Workforce-intelligence/Workforce-intelligence.aspx
Offers insights and reports on the care workforce in the UK, including statistics and trends relevant to care workers.
NHS Jobs – Job Listings
https://www.jobs.nhs.uk/
The official job board for the NHS, listing vacancies for care workers and other health professionals in the UK.
IELTS – International English Language Testing System
https://www.ielts.org/
Information on the English language test required for visa applications, including test preparation and booking details.
Author
Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.
She is recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.
Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals.
